Open enrollment can be confusing for employees of all ages. However, for younger members of the workforce, navigating this complex process can be especially daunting. In fact, 26% of Gen Z employees are insecure about making benefits decisions, according to a study conducted by MetLife.

Employees who truly understand the options available to them tend to experience stronger satisfaction with their benefits program, make better financial decisions and are even more likely to recommend their organization to other people, all of which can significantly influence an organization’s overall financial performance.

Read on to discover four strategies to set younger members of your workforce up for open enrollment success — and boost benefits awareness, engagement and satisfaction along the way.

Start with Benefits 101

Young employees may not understand how to navigate your organization’s open enrollment, but they may also have a deeper sense of confusion regarding what open enrollment is or the importance of benefits in general. Instead of focusing solely on communicating the ins and outs of the open enrollment process, start with educating your employees on the foundational elements of employee benefits — what they are, why they matter and then how to enroll in them.

It’s essential to keep this potential lack of knowledge in mind as you craft your open enrollment campaigns. Once you’ve covered the basics, continue to prioritize accessibility in your communications by avoiding the use of technical terms or benefits jargon and delivering clear, concise messaging that is easy to understand. Otherwise, you may fail to connect with a crucial sector of your workforce.

Think Beyond Health Insurance

Employees of all generations are likely to think primarily of health insurance during open enrollment, and younger employees may not know that there is a wide variety of additional coverage available to them in the form of voluntary benefits.

Newer generations of employees tend to have different benefits priorities than older generations. For example, younger employees are more likely to value mental health resources and student loan assistance over life insurance or retirement planning. Providing education on the voluntary benefits most relevant to younger employees — not just health insurance — is a smart way to boost benefits engagement.

Encourage Employees to Take their Time & Ask for Help

Rushing through open enrollment can cause employees to forgo crucial benefits or make selections that aren’t actually the best fit. This is especially true of young employees who may feel stressed or unsure of the open enrollment process. Give your employees ample time to research and select their benefits and encourage them to ask questions. We also recommend communicating your open enrollment deadline in as many ways as possible, such as via reminder emails, your benefits website, your benefits guide, digital postcards, etc.

Even the most prepared employee is likely to have some questions come open enrollment. Ensure younger employees know who to direct their benefits questions to and encourage them to reach out to HR, their managers, friends, family and coworkers to get advice and guidance from those who have experience navigating open enrollment.

Communicate Consistently, Clearly & All Year Long

Benefits education should be more than a flurry of activity during the open enrollment window. Employers should provide employees with the resources they need to understand and maximize their benefits all year round, highlighting the direct financial impact benefits decisions can have.

This can help young employees understand the importance of open enrollment and the impact that rushing through the process can have on their financial wellbeing, increasing the likelihood that they’ll make informed benefits decisions.

Connecting with a New Generation of Employees Through Benefits Education

Open enrollment can be a nerve-wracking period for all members of the workforce, but the stress of selecting benefits is often most keenly felt by younger employees. The challenge of boosting young employees’ health care literacy presents employers with a rare opportunity to increase communication and trust with a new generation — something that is invaluable amid a tough talent market.